Section 2.5

ANTI- HARASSMENT

I. PREFACE

It has been and remains the policy of ASSE to maintain an environment where ever the Society functions, where every member, guest, attendee, customer, contractor, spouse and employee is treated with respect and which is free from all forms of harassment based upon or related to sex, race, national origin, age, religion, disability, sexual orientation or any other classification protected by law.  This includes conduct that creates a hostile, intimidating or offensive environment.  Our policy prohibits not only conduct and language that constitute unlawful harassment as defined by the courts, but all inappropriate behavior of this type.

II. PROHIBITED CONDUCT

Harassment of anyone if strictly prohibited and will not be tolerated.  All members and employees are strictly prohibited from engaging in such harassment.  No one has the authority to request or demand compliance with unwelcome or offensive conduct in return for any job assignment, continued employment, compensation, promotion or other term or condition of employment or membership and no one has authority to retaliate against any individual for failure or refusal to comply with such demands or requests.  Any such demand or request, and any such retaliation or attempted retaliation, constitutes a serious violation of this policy.

III. COMPLAINT PROCEDURE

Every member and employee is responsible for ensuring compliance with this policy.  Any supervisor who has been approached by an employee with a harassment complaint must immediately contact the Manager, Human Resources or the Executive Director to report the complaint. Any individual who has a complaint about harassment by any employee, member, or other person connected to an individual’s participation with ASSE should immediately bring the incident to the attention of the President, the Chair of the Professional Conduct Committee, the Executive Director or the Manager, Human Resources.

Upon learning of an allegation of harassment, the Chair of the Professional Conduct Committee, the Executive Director and/or the Manager, Human Resources shall promptly initiate an investigation.  Confidentiality will be respected to the extent consistent with the need to conduct a fair, complete and responsive investigation.

IV. ACTION AFTER INVESTIGATION

ASSE’s immediate goal is to take prompt remedial action to stop the discriminatory, harassing or offensive conduct if a violation of this policy is found.  The second goal is to assure that the violation will not recur.  Even where a violation is not found, it may be appropriate to counsel individuals regarding their behavior.

If a violation of this policy is found, discipline may be imposed up to and including termination of employment and/or revocation of membership, depending on the circumstances.  ASSE considers violations of this policy to be extremely serious.  Violations undermine the ASSE’s basic concept of fairness and personal respect and can lead to legal and financial liability for the violator and ASSE.

The appropriate parties will be informed of the results of the investigation.

V.  NO RETALIATION

As noted already, any individual making a complaint or providing information relative to a complaint will not be retaliated against, even if a complaint made in good faith is determined to be unfounded.  Retaliation will result in disciplinary action.

Bad faith or false accusations of harassment will not be tolerated and may result in disciplinary action.

Our goal is to maintain an environment free from any form of harassment and ASSE is committed to doing everything reasonably possible to achieve this goal.

 


Approved By/Date: Board of Directors 02/11/12

Replaces Edition Dated: 10/4/98

Next Revision Due: 02/15

 
 

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